The Kirkpatrick
The Kirkpatrick
Evaluation Model
Evaluation Model
Embedded Files
Week 2 Level 1: Reaction
Week 2 Level 1: Reaction
As it is shown in ADDIE and other learning models, iterative evaluation is an essential component of the impactful course design. The Kirkpatrick Model is an internationally recognized evaluation tool with four levels. This week, we looked at level 1, Reaction.
To capture the learners' reactions to the course, I developed post-course evaluation questions that align with the course goal of the capstone course.
The Kirkpatrick Model
The Kirkpatrick Model
The Kirkpatrick Model evaluates and analyzes the results of learning programs which consist of four levels: Reaction, Learning, Behavior, and Results. It was created by Donald Kirkpatrick in 1959, with several revisions made to add emphasis on relevancy to people's workplaces (Kirkpatrick Partners. n.d.).
Forming evaluation questions
Forming evaluation questions
The questions should be able to capture how learners feel or react to the training event, and how favorable, engaging, and relevant the training is to their workplace (Kirkpatrick Partners, n.d.). They also should be answered in short and linear scales.
With that in mind, I initially attempted to SurveyMonkey but later realized that SurveyMonkey requires upgrading payment for the features I selected to share the form while creating itself was free. They equip good metrics that automate suggesting appropriate questions and answer choices based on their survey research on unbiased wording. TalentLMS also has a survey feature but the options are limited. For this assignment, it made sense to create a survey in SurveyMonkey and copy them into a free tool such as Google Forms.
To substitute the visual smiley and star rating, I incorporated emojis into the liner scale on Google forms. You can view it on the Google Forms button or the collapsed section below.
Post-course evaluation - Collecting feedback from learners
Post-course evaluation - Collecting feedback from learners
How to
How to
Please share your feedback by answering the questions in this form. The result will help identify what worked well and what can be improved. This is an anonymous survey unless you sign up for a volunteer to provide further information for us at the bottom of the form.
Please share your feedback by answering the questions in this form. The result will help identify what worked well and what can be improved. This is an anonymous survey unless you sign up for a volunteer to provide further information for us at the bottom of the form.
Course Goal
Course Goal
Taking the course leads to increased work performance and employee satisfaction in the organization.
Taking the course leads to increased work performance and employee satisfaction in the organization.
The survey questions
The survey questions
How would you rate the course experience overall? [Star Rating]
Poor 😑1 2 3 4 5 Excellent 🙂 🙂 🙂 🙂 🙂
With which of the following aspects were you satisfied? Select all that apply. [Checkboxes]
☐ Course length ☐ Course volume ☐ Course navigation
☐ Facilitation ☐ Activities ☐ Assignments ☐ Discussions ☐ Video conferences
☐ Learning environment ☐ Other (please specify)
Do you have any additional feedback on the course aspect? [Comment Box]
Which part of the course were you actively involved in? Select all that apply. [Checkboxes]
☐ Activities ☐ Assignments ☐ Discussions
☐ Video conferences ☐ Overall ☐ None of above ☐ Other (please specify)
What made you feel like being actively involved/not involved? [Comment Box]
How relevant was this course to your work and life balance? [Multiple Choice]
How relevant was this course to your work and life balance? [Multiple Choice]
⚪ Extremely relevant
⚪ Relevant
⚪ Somewhat relevant
⚪ Not so relevant
⚪ Not at all relevant
How would you rate the value of the course for your time spent? [Multiple Choice]
⚪ Worth it
⚪ Above average
⚪ Average
⚪ Below average
⚪ Waste
How would you rate the quality of the course? [Star Rating]
Low quality⭐ 1 2 3 4 5 High quality ⭐⭐ ⭐ ⭐ ⭐
Did you encounter any technical problems? If you did, what was it? [Comment Box]
Were all content accessible for you? If not, which part of the course was inaccessible? [Comment Box]
This course is designed with thoughts on inclusivity and diversity of learners. Would you like to share any comments or suggestions on this? [Comment Box]
What are your key takeaways from this course? /For you, what was the best thing about this course?/ Would you recommend this course to others? [Comment Box]
If you could change one thing about this course, what would it be? [Comment Box]
If you are willing to participate as a volunteer for a 15 mins zoom interview, please leave your email address below. Thanks! [Response validation set to email]
Thank you for your feedback!
Accessibility for Google Forms
Accessibility for Google Forms
In 300x, I researched accessibility on digital media weekly. Here in 400x, I continue to check out if anything is related to accessibility.
This week I used Google Forms to create an evaluation form. I found that Google Docs, Sheets, Slides, Drawings, and Forms can work with screen readers, braille devices, screen magnification computers, android, and iPhone & iPad.
In Practice
In Practice
I wonder if inserting short evaluation questions at the end of the weekly module is sensible to make it iterative. It might benefit the course team to collect pulse checks during the course, but if the course spans only a few weeks, it might pause a destruction/separation from the learning experience for learners. If the course lasts for a few months, analyzing something like a mid-term evaluation might make sense. I asked this question on the peer discussion board.
I wonder if inserting short evaluation questions at the end of the weekly module is sensible to make it iterative. It might benefit the course team to collect pulse checks during the course, but if the course spans only a few weeks, it might pause a destruction/separation from the learning experience for learners. If the course lasts for a few months, analyzing something like a mid-term evaluation might make sense. I asked this question on the peer discussion board.
In the end
In the end
My takeaways from this week are envisioning a full circle at the designing phase and writing out the concrete questions that took me to see the course holistically. The process made me think more about how the learner experiences each learning step in the cognitive and emotional senses, as level 1 measures human reaction.
My takeaways from this week are envisioning a full circle at the designing phase and writing out the concrete questions that took me to see the course holistically. The process made me think more about how the learner experiences each learning step in the cognitive and emotional senses, as level 1 measures human reaction.
Sources & References
Amherst College. (n.d.). Google Forms Accessibility | Assistive Technology | Amherst College. https://www.amherst.edu/offices/it/academic-technology-services/digital-accessibility-for-teaching-learning/assistive-technology/google-forms-accessibility
Kirkpatrick Partners. (n.d.). The Kirkpatrick Model. Kirkpatrick Partners, LLC. https://kirkpatrickpartners.com/the-kirkpatrick-model/
Mind Tools. (n.d.). Kirkpatrick’s Model: Analyzing Training Effectiveness. http://www.mindtools.com/pages/article/kirkpatrick.htm
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